Advice on managing this situation emotion free.

[Stillearninglife]

line manager for last 2 years end of year review meeting, extremely positive, brilliant feedback.
Overachieving, feel appreciated and that I’m doing a brilliant job. Really good working relationship with them, no issues raised (and they would definitely be raised if there were an issue)

New line manager about to begin managing me.
Both managers have commented and scored me.

New manager has scored me as underachieving. No discussion, undermined my previous manager, nothing concrete, no criticism except saying I overachieve in most areas but no explanation of where I do not achieve.

Should I leave it where it is, see how the new manager plays it, see how they like to work, adjust & adapt to that accordingly?
Or do I bring it up for an open discussion?

Im so worried about what I’m doing so wrong and how I don’t see it. I try to work hard, diligently and don’t make waves or any trouble. Ask for guidance when needed. Never off sick, never late, follow up and respond in good time, meet deadlines etc.

I think you should ask for more specific feedback of what areas they see as your weakness and how you can improve as it’s such a change. Are your pay reviews related to performance?

Firstly, why assume you are doing something wrong? There are many dreadful managers in the workplace.

What size is your organisation, do you have HR? Does your manager have a manager, and what are they like? And is your new manager new to the organisation, or perhaps new to management?

Read all your organisation's policies on performance management and then consider asking questions about specifics. You can't be called 'underachieving' without examples. Also usually performance review shouldn't be the first you hear of it.

Also if you have to sign to accept the review, don't do this if you don't feel it is fair.

You can read up on these things on the ACAS website.

Yes, pay reviews are attached to this review.

manager is extremely experienced, I am tending to think that there is tactic in this, it’s been done for a reason. And not a good reason. There is history in the organisation of doing things like this to get rid of people. Maybe my time has come..

A fairly small company, HR cannot be trusted, line managers manager is the MD.

I have nowhere to go with this.

I can professionally seek to understand though.

Completely demotivated and demoralised.
Looking elsewhere.